PIP
PIP stands for this.
Performance Improvement Plan
Name a behavior that typically calls for disciplinary action rather than a PIP.
Misconduct, harassment, or policy violations
A termination conversation should never be this.
A surprise to the employee
When managers seek HR guidance on performance, coaching, documentation, or terminations, they are doing this.
Partnering with HR
An employee is struggling with a new task or process but has not previously had performance concerns. This situation is an opportunity for?
Coaching
This is the primary goal of a Performance Improvement Plan.
Improving employee performance
Even though it's called a verbal warning, this should still occur.
Documentation of the conversation
Good documentation should clearly show this rather than isolated incidents.
A timeline or pattern of events
HR should be brought into employee performance concerns at this stage in the process.
Early or first stages
An employee has received a verbal warning and coaching related to attendance issues but continues arriving late. What is the next appropriate step?
Disciplinary Action (Written warning)
These are the three common duration options for a PIP.
30, 60, and 90 days
These are the four common levels of progressive discipline.
Verbal warning, written warning, final written warning, and termination
Before termination, managers should ensure the employee had this to succeed.
A fair opportunity to improve
When facing a complex employee situation and you're not sure what action to take, this should be your first call.
HR
An employee is meeting expectations in most areas but consistently struggles with one key responsibility of their role. This employee has already been provided coaching. This situation calls for?
Performance Improvement Plan (PIP)
Managers should use this framework when writing PIP goals.
SMART (Specific, Measurable, Attainable, Realistic, Time-bound)
What are three of the five principles that guide progressive discipline?
Consistency, fairness, proportionality, clarity, and documentation
This type of language should be avoided in documentation.
Subjective (Emotional, opinion-based, or vague language)
Collaboration with HR helps reduce risk and maintain compliance with these two things.
Company policies and employment laws
An employee's behavior is creating conflict within the team despite previous feedback and coaching.This situation may require?
Disciplinary Action
Before implementing a PIP, managers should have already discussed these two things with the employee.
Performance concerns and the need for improvement
Serious misconduct may allow a manager to do this without following the progressive discipline process.
Skip disciplinary action steps and immediately escalate the action, termination
Prior to termination, managers should consider whether their documentation and decision would hold up if reviewed by these three groups.
HR, Legal and Leadership
Partnering with HR early helps ensure these two principles during any investigation or process.
Consistency and compliance
An employee falsifies company records or intentionally violates a serious company policy. What is the manager's appropriate course of action?
Immediate escalation to leadership and HR, potentially termination